Summary
Overview
Work History
Education
Skills
References
Affiliations
Training
Timeline
Generic

DAVID KWASI REINDORF

Summary

Human Resources Practitioner with extensive experience who translates corporate business visions into HR actionable plans with effective employee engagement, employee training and development, employee relations, recruitment of staff, benefits and compensation administration, and organizational development. Demonstrate effective interpersonal and analytical abilities, along with expertise in goal setting and team building, communication, and presentation skills. Self-motivated with the ability to excel in a fast-paced environment; communicate effectively at all levels; manage competing priorities; and adapt readily to new challenges. A proven ability to function as a Strategic HR Business Partner and develop and implement successful human resources management strategies to support corporate mandate.

Overview

11
11
years of professional experience

Work History

HR & Admin Manager

CENTURY CHAIN GH. LTD
01.2022 - Current
  • Our customer base increased by33% after I trained and monitored the team members on tracking, delivering customer services on time and sending follow up notes to existing and prospective customers
  • The introduction of flexible payment criteria as a strategic positioning has resulted in CCGL increasing its purchasing and supply to customers
  • Coach managers on the process of evaluating employees, setting goals, conducting objective performance reviews, and recognizing and awarding performance to improve productivity
  • Handle employee terminations, grievance and other difficult situations in a sensitive, fair and respectful manner, working closely with legal counsel, supervisors and management
  • Plan and develop on-the-job training programs for line employees and career development programs for managers with a focus on retaining existing talent and reducing employee turnover

Senior HR Officer

MASS INDUSTRIES LTD
01.2019 - 01.2022
  • Conducted statutory payment audit and fished out an outstanding payment of over38 employee’s contributions which kept generating penalties close to GHC30,000 was resolved and enrolled120 newly unregistered employees on to the SSNIT (statutory) grid
  • Upon reviewing the policies and procedure, I proposed and recommended to amend the improve conformity, uniformity and consistency in its implementation
  • Provide an effective and dedicated HR advisory service to employees and managers in relation to employee engagement and the introduction and implementation of health and safety policy to curb accident occurrence on the floor issues with continuous training, resolve grievance issues
  • By executing the HR strategies above, employee satisfaction scores increased by15.9% and turnover rate decreased by12.4%
  • Conduct stellar recruitment process by preparing competency base job descriptions, ads, schedule interviews, administer assessments, assess potential candidates for fit within position (skills, education, competency, culture alignment), extend offers, prepare new hire paperwork, create staff pool for emergency employment of staff and ensure all these comply with employment laws by revamping the company’s talent acquisition strategy, reducing time-to-fill by30% and improving the quality of hire, as evidenced by a15% increase in new hire performance ratings

HRBP

NISSAN-AUTO PARTS LTD & VW-UNIVERSAL MOTOR
01.2017 - 01.2019
  • As HRBP, I proposed and succeeded in writing Health and Safety policies which with strategic implementation and monitoring we are reduced accidents, injuries and other risks in the workshop significantly and increase efficiency
  • Ensured effective implementation of employee engagement strategies in other to know their needs and take the necessary corrective actions

HR Officer

GODAC
01.2014 - 01.2017
  • Proposed creation of HR Department to govern the policies and procedures and its implementation which was approved
  • Introduced the company’s ‘normal’ tabletop salary payment to the bank and also introduced free lunch and50% payment of staff medical bills as an upkeep of staff welfare
  • Registered all the38 staff on statutory payment grid to reduce external audit and governmental default these strategies improve on having green auditing and other legal compliance

Education

Bachelor of Business Administration - BBA Hons

UPSA
01.2015

Grad & Adv Dip in Mgt Studies - Bachelor Degree in Mgt

ICM-UK
01.2014

Tertiary Diploma in Business Administration - Diploma Mgt

IPS
01.2011

Skills

  • HR policies & practices
  • Employee & Labor Relations
  • Recruitment and Selection process
  • Performance management and appraisal process
  • Conflict resolution
  • Effective employee dispute resolution management
  • HR planning and Employment
  • Employee Engagement strategies
  • Effective compensation strategies
  • Onboarding and integration

References

REFERENCE AVAILABLE ON REQUEST

Affiliations

  • SENIOR PROFESSIONAL HUMAN RESOURCES (SPHRi)2024 - ONGOING
  • (Member) – CHARTERED INSTITUTE OF HUMAN RESOURCE MANAGEMENT (CIHRM) – GHANA

Training

  • NISSAN PRODUCT KNOWLEDGE2019
  • NISSAN UNIQUE SELLING EXPERIENCE (CUSTOMER EXPERIENCE)2019
  • VOLKSWAGON PRODUCT KNOWLEDGE2019
  • TENDER PRESENTATION SEMINAR2019

Timeline

HR & Admin Manager

CENTURY CHAIN GH. LTD
01.2022 - Current

Senior HR Officer

MASS INDUSTRIES LTD
01.2019 - 01.2022

HRBP

NISSAN-AUTO PARTS LTD & VW-UNIVERSAL MOTOR
01.2017 - 01.2019

HR Officer

GODAC
01.2014 - 01.2017

Grad & Adv Dip in Mgt Studies - Bachelor Degree in Mgt

ICM-UK

Tertiary Diploma in Business Administration - Diploma Mgt

IPS

Bachelor of Business Administration - BBA Hons

UPSA

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DAVID KWASI REINDORF